Performance-Based Hiring

Author

Released

3/2/2016

Top performers aren't looking for just another job; they want challenges and growth. To get the best people, you need to attract them differently, which means your hiring process—your sourcing, interviewing, and recruiting—needs to change, and even how you write your job descriptions. In this course, Lou Adler, CEO and founder of the Adler Group, explains performance-based hiring, an end-to-end, four-step process for hiring top talent. Lou outlines the steps to help you expand your talent pool (sourcing), create job descriptions that deliver the highest quality applicants (screening), interview so you uncover what really leads to performance (interviewing), and make the best hiring decisions (recruiting).

Topics include:

Implementing a performance-based hiring strategy

Creating the candidate experience

Preparing job descriptions that define outstanding performance

Structuring the interview to obtain the best information

Determining job and culture fit

Ranking and comparing candidates

Skill Level Appropriate for all

1h 14m

Duration

54,940

Views

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- I've been in the hiring game for over 40 years,and in those 40 years,I discovered there are two distinct employment markets.One's about 15% in size,the other, 85% in size.Most companies play in the 15%,offering people lateral transfers.In the 85%, you have to offer people true career moves,and in my mind, a true career movehas to offer the candidatea 30% non-monetary increase.That's the combination of job stretch,an increase in job satisfaction,and an increase in job growth.

If you get those three things right,compensation will take care of itself.In this course, I'll be discussing performance-based hiring,and I discovered it takes four things every single timeto hire a great person.The first one, if you want to hire a great person,you have to offer a great job.Number two, great people don't look for workthe way average people look for work,so you gotta find out how good people look for work,and do that every single time.Equally as important,is you've gotta conduct a great, in-depth interviewto find out if the candidate is both competent and motivatedto do the work you want.

And finally, you have to close the dealby offering the person a true career move.If you do this right,you'll be on your way to hiring great people every time.